quality of work and employment in europe: first findings from the european working conditions survey...
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Quality of Work and Employment Quality of Work and Employment in Europe: in Europe:
first findings from the European first findings from the European Working Conditions Survey Working Conditions Survey
Agnès Parent- Thirion
surveys and trends unit
A few pointers on quality of workA few pointers on quality of work
• Quality of work, decent work, quality of work and employment, quality of employment Different framework Multidimensional
• Capture the ‘world of work’ for all employees Taking into consideration :
different sectors / public/private / different jobs / gender / different job status / self-employed and employees
• The context matters: legislation, labour market, employment policies, social protection and social provisions,…
• Context: Sustainability, ageing workforce, lifecourse, crisis…
Enriching knowledge through a multidisciplinary approach Enriching knowledge through a multidisciplinary approach over time: from health and safety to quality of working lifeover time: from health and safety to quality of working life
Well-being at workMultidisciplinaryHealth promotion
Multifactorial Health and well-beingMonofactorial Work ability Quality of work life
Demand of Risk and risk factor orientated Health promotion Health enterpriseprofessional Corrective and control Preventive service Productivitycompetence Curative and protective Adaptive Sustainability
Towards psychosocial Social cohesionComprehensive
Need for Increasing Interdisciplinarity
1850 1950 1960 1970 1980 1990 2000
Schulte P, Vainio H. Well-being at work – overview and perspective.Scand J Work Environ Health. 2010; 36(5): 422-429
Some frameworks with different purposesSome frameworks with different purposes
• EU: European employment strategy (quality of work) from Lisbon strategy (more and better jobs) to EU2020 (smart, sustainable and inclusive growth)
• ILO: Decent work
• UNECE/ILO/Eurostat: quality of employment
• Eurofound: quality of work and employment
-> different purposes: - from measuring progress towards a political process - to a more independent and underlying measurement of
quality of work as such which might contribute to the process…
PROTECTING HEALTH & WELL-BEING
• Health and safety outcomes
• Exposure to risks• Participation • Occupational Health and Safety prevention framework
• Healthy work organisation
Different dimensions of Different dimensions of quality of work and employmentquality of work and employment
BALANCING WORK with NON WORK LIFE• Organisation of working time• blurring fronteers between work and private life• Social infrastructures and provisions
HAVING A JOB WITH FUNDAMENTAL RIGHTS & EMPLOYMENT SECURITY • Employment status• Wages• Access to social protection• Workers rights
QWE
USING and ACQUIRING SKILLS
•Initial education •Cognitive content of work
•Training & lifelong learning
•Career development•Learning organisation
How can QWE be useful for EU2020How can QWE be useful for EU2020
• Smart, sustainable and inclusive growth
sustainable jobs health and well being (over the life course), healthy work
organisation, work intensity working time/ work life balance
smarter working work organisation, education, training & lifelong learning,
employability, learning org, workplace organisation, productivity inclusive work/society
employment rates of 75% , flexicurity : empl status and salaries, rights at work, social protection
work life balance, working time arrangements, social infrastructure
Mainstreaming of gender, age/life course
Change over the last 20 yearsChange over the last 20 years
• Globalisation
• Structure of employment More in services, less in industry A wide variety of employment contracts (& blurring division between self-
employed and employees)
• A more diverse workforce More women on the labour market _-> but gender segregation remains Ageing workforce
• (National) European policies aiming at modernising working life aimed at social progress and /or developing competitiveness
• Transformation in the management of companies adaptability and reactivity, HRM
Low level of mental well being per country - workers Low level of mental well being per country - workers (who 5 index - ewcs 2010)(who 5 index - ewcs 2010)
0,00%
5,00%
10,00%
15,00%
20,00%
25,00%
30,00%
35,00%
40,00%
45,00%
DK ES IRL NO NL FI MT SW BE GE LX KO AU UK eu27
FR FY GR MO EE PL CY SK RO SI IT BG PO HU HR CZ LV AL TK LT
Working when sick in the past 12 monthsWorking when sick in the past 12 months
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Denm
ark
Mal
ta
Slove
nia
Sweden
Finlan
d
Unite
d Kin
gdom
Belgiu
m
Luxe
mbo
urg
Franc
e
Slova
kia
Eston
ia
Cypru
sEU27
Nethe
rland
s
Latv
ia
Ger
man
y
Irelan
d
Spain
Hunga
ry
Austri
a
Lith
uani
a
Czech
Rep
ublic
Roman
ia
Portu
gal
Gre
ece
Polan
dIta
ly
Bulga
ria
Yes No I w as not sick
Level of job segregation at the workplaceLevel of job segregation at the workplaceby gender, 2010, EU27 (%)by gender, 2010, EU27 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
Men Women All
Mostly men
Mostly women
More or less equal number ofmen and women
Some results of the EWCS
Managers’ and supervisors’ working hoursManagers’ and supervisors’ working hours
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Subordinates
Supervisors
Managers
Subordinates
Supervisors
Managers
Men
W
omen
20 or less 21-34 35-40 41-47 48 or more
Human resource management practicesHuman resource management practices
0% 10% 20% 30% 40% 50% 60% 70% 80%
2 to 9 employees
10 to 49 employees
50 to 249 employees
250+ employees
Agriculture
Industry
Construction
Wholesale, retail, food and accommodation
Transport
Financial services
Public administration and defence
Education
Health
Other services
Management holds meetings to exchange view s Formal assessment of w ork performance
Participated in employer paid training
Diffusion of high performance workplaces practices : Diffusion of high performance workplaces practices : team workteam work
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Education
Health
Constr
uction
Public
adm
inis
tration
and d
efe
nce
Tota
l
Fin
ancia
l
serv
ices
Oth
er
serv
ices
Agriculture
Industr
y
Whole
sale
,
reta
il, f
ood a
nd
accom
modation
Tra
nsport
no teamwork team with no autonomy team with some autonomy team with much automomy
Diffusion of high performance workplace practices : Diffusion of high performance workplace practices : task rotation schemestask rotation schemes
task rotation schemes - sector
00,10,20,30,40,50,60,7
Hea
lth
Edu
catio
n
Fina
ncia
lse
rvic
es
eu27
Con
stru
ctio
n
Oth
er s
ervi
ces
Pub
licad
min
istra
tion
Who
lesa
le,
reta
il, fo
od a
nd
Indu
stry
Agr
icul
ture
Tran
spor
t
autonomous multitasking
management controlledmultitasking
autonomous fixed task rotation
management controlled fixedtask rotation
Restructuring or reorganisation Vs introduction of new processes or technologies, by country, 2010 (% of respondents)
Poland
FYROMTurkeyAlbaniaBulgaria
ItalySpainGreece
MontenegroHungary
Romania SloveniaPortugalLithuaniaBelgiumGermanyEU27Croatia AustriaSlovakia
LuxembourgFrance Czech Republic
Latvia NetherlandsKosovoIrelandCyprus
United KingdomNorwayEstonia
Malta
Denmark
Sweden
Finland
R2 = 0.8083
%
10%
20%
30%
40%
50%
60%
70%
% 10% 20% 30% 40% 50% 60% 70%
New processes or technologies
Res
truc
turin
g or
reo
rgan
isat
ion
Participation in improving the work organisation or Participation in improving the work organisation or processes, by country, 2010 (%)processes, by country, 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
NL
IE DK
MT
SI
EE
EL
CY
SE
FI
UK
FR
RO
LU
EU
27
BE
ES
IT LV
PT
CZ
AT
HU
PL
BG
LT
DE
SK
Always or most of the time Sometimes Rarely or never
Workers involved in workplace innovation
Many ways of developing on the job but trends have not Many ways of developing on the job but trends have not increased increased
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Meeting precise
qualitystandards
Assessing
quality of own
work
Solving
unforeseenproblem
s
Com
plex tasks
Learning newthings
Monotonoustasks
Tasks of less
than 1 minute
Tasks of less
than 10 minutes
EU15-1995 EU27-2000 EU27-2005 EU27-2010
Employer-paid training by age of employee, Employer-paid training by age of employee, 1995 – 2010, EU15 and EU27 (%) 1995 – 2010, EU15 and EU27 (%)
((or paid by oneself if self-employed)or paid by oneself if self-employed)
0%
5%
10%
15%
20%
25%
30%
35%
40%
EU15 EU15 EU27 EU27 EU27
1995 2000 2005 2010
Under 30
30 to 49
50 and older
Training on increase, but big differences remain
Skills and duties match is important for both work Skills and duties match is important for both work companies and the workers companies and the workers
0%
10%
20%
30%
40%
50%
60%
70%
I need furthertraining tocope w ellw ith myduties
My presentskills
correspondw ell w ith my
duties
I have theskills to cope
w ith moredemanding
duties
Undergoneemployer
paid training
Asked fortraining fromemployer butdid not get it*
Paid self fortraining
Undergoneon-the-jobtraining
High cognitive engagement Low cognitive engagement
Use of technology, EU27, 2000-2010
17.6%
25.6%
28.8%
22.1%
10.5% 10.5%
8.5%
17.7%17.5%
20.0%
0%
5%
10%
15%
20%
25%
30%
35%
2000 2005 2010
Working with computers: PCs, network, mainframe (all the time or almost)
Using internet / email for professional purposes (all of the time or almost)
Exposed vibrations from hand tools, machinery, etc. (all of the time or almost)
Work dependent on automatic speed of a machine
Some results of the EWCS:Some results of the EWCS:working time: reduction over timeworking time: reduction over time
0% 20% 40% 60% 80% 100%
1991
1995
2000
2005
2010
1991
1995
2000
2005
2010
EC
12 (
/EU
15fr
om 1
995)
EU
27
20 or less 21 to 34 35 to 38 39 to 41 42 to 48 more than 48
EWCS
But working time dispersion But working time dispersion differs between countriesdiffers between countries
0
10
20
30
40
50
60
70
80
EL
RO
BG PL
SK
CZ
HU SI
MT
CY LT LV PT
EE LU ES
EU
27 SE FI
BE IT AT
DE
UK
FR IE DK NL
EWCS 2010
Working time duration Working time duration and stressand stress
• Long working hours : - Slightly decreasing but still
54% of self-employed with employees,
43% of self-employed without employees and
11 % of employees - work 48 + hours per week- -> Report more health problems, work life balance problems and work
intensity
- Short working hours (particularly short part time)- Increasing, mostly female phenomenon (gender segregation)- Can be linked with other psychosocial risks mainly related to job and
financial insecurity
Working time organisation Working time organisation
• Standard working hours still the norm but a good proportion of workers work at different times 16% of workers work long days (>10 hours)
at least 5 times a month 10% of workers do night work
more than 3 times a month 17% of the workers do shift work 20% work on call 53% work at the weekend at least once a month
26% work at least one Sunday a month
-> also report more of the same problems of health, work-life balance and work intensity (as first group)
• Variability and predictability : other important elements for work-life balance
Working hours preference, Working hours preference, by gender, age and employment status, 2010, EU27 (%)by gender, age and employment status, 2010, EU27 (%)
0% 10% 20% 30% 40% 50% 60% 70%
All
Men
Women
Less than 30 years of age
Between 30 and 49 years of age
50 or more years of age
Self-employed
Employed - permanent contract
Employed - Other
More The Same Less
Work life balanceWork life balance
• 18% of workers have problems with work-life balance Men > women esp. men 30-49 yrs old Dissatisfaction for women more evenly spread over career
• But flexibility of workers and employers 1 / 3 of the workers can easily take 1 hour off
Easier for men than for women More than 1 / 3 work in their free time
Slightly more men and for womenNearly 20 % (both men and women) do this more
than once per week
But if we look at all working time …
0 10 20 30 40 50 60 70
PT female
FT female
PT male
FT male
paid w ork commuting time second job unpaid w ork
E-nomads, by country, EU27 (%)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Sometimes
Always
Exposure to combined ergonomic, biological and Exposure to combined ergonomic, biological and chemical and ambient risks, by country chemical and ambient risks, by country
(index scores, EU27 average = 100)(index scores, EU27 average = 100)
60
70
80
90
100
110
120
130
140
Ne
therland
s
De
nm
ark
Un
ited
Kin
gd
om
Ire
land
No
rway
Cze
ch R
epub
lic
Ge
rmany
Italy
Po
land
Au
stria
Latv
ia
Be
lgiu
m
Slo
vaki
a
Lith
uania
Sw
ede
n
Po
rtug
al
Luxe
mbo
urg
Malta
Bu
lgaria
Est
onia
Sp
ain
Slo
ven
ia
Cro
atia
Ro
mania
Fin
land
Cyp
rus
Mon
tene
gro
Hu
nga
ry
Fra
nce
Gre
ece
Alb
ania
Tu
rke
y
Ko
sovo
FY
RO
M
Ergonomic risks Biological and chemical risks Ambient risks
Change in exposure to physical risks (index) Change in exposure to physical risks (index) between 2000 and 2010, by countrybetween 2000 and 2010, by country
BE
BG
CZ
DK
DE
EE
EL
ES
FR
IE
IT
CY
LVLT
LU
HU
MT
NL
ATPL
PT ROSI
SL
FI
SE
UK
80
90
100
110
120
130
80 90 100 110 120 130
2000
20
10
Work intensity on the increaseWork intensity on the increase Working to tight deadlines, Working to tight deadlines,
EC12, EU15 and EU27, 1991-2010 (%)EC12, EU15 and EU27, 1991-2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
1991 1995 2000 2005 2010
EU12
EU15
EU27
(Objective) work intensity(Objective) work intensity
N of pace determinants per country (empl)
0%
20%
40%
60%
80%
100%
0 1or 2 3 or more
Autonomy has remained stable globallyAutonomy has remained stable globallyAbility to change methods of work, by type of occupation, 2000 – 2010, EU27 (%)Ability to change methods of work, by type of occupation, 2000 – 2010, EU27 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2000 2005 2010
High-skilled clerical
Low-skilled clerical
High-skilled manual
Low-skilled manual
AgricultureIndustry
ConstructionWholesale, retail, food and
accomodation
Transport
Financial services
Public administration and defence
Education
HealthOther services
Managers
Professionals
Technicians and associate professionals
Clerical support workers
Service and sales workers
Skilled agricultural, forestry and fishery workers
Craft and related trades workers
Plant and machine operators, and assemblers
Elementary occupations
2.5
3.0
3.5
4.0
4.5
5.0
0.25 0.30 0.35 0.40 0.45 0.50 0.55 0.60
Work intensity
Au
ton
om
y
EU27 Average Autonomy
EU27 Average Work intensity
Autonomy versus Work intensity, by sector and occupation
Psychosocial risks (2)Psychosocial risks (2)
• Work related stress factors : Work demands (work intensity, working long hours, cognitive
demands, work-life balance) Emotional demands (contact with people, emotional involvement,
consequences of mistakes) Room for manoeuvre Social relations Value conflicts and work dissatisfaction Employment insecurity and lack of career prospects and insecurity in
the work Violence, harassment and bullying
Hostile relationships at work Hostile relationships at work 2010, EU27 (%)2010, EU27 (%)
Men Women
Over the last month, during the course of your work, have you been subjected to verbal abuse? 10.80% 10.70%
Over the last month, during the course of your work, have you been subjected to unwanted sexual attention? 1.10% 2.60%
Over the last month, during the course of your work, have you been subjected to threats and humiliating behaviour? 4.90% 5.10%
Violence, Discrimination and Harassment Violence, Discrimination and Harassment 2010, EU27 (%)2010, EU27 (%)
Men Women
Over the past 12 months, during the course of your work, have you been subjected to physical violence? 2.00% 1.70%
Over the past 12 months, during the course of your work, have you been subjected to bullying /harassment? 3.90% 4.40%
Over the past 12 months, during the course of your work, have you been subjected to sexual harassment? 0.60% 1.50%
Able to work at 60, by countryAble to work at 60, by country
0%
10%
20%
30%
40%
50%
60%
70%
80%
NL
DE IE DK
UK
SE FI
CY IT
EE
EU
27 LV
BE
AT
RO LT CZ
MT
SK
LU
BG PL
ES
HU
FR
EL
PT SI
Lack of information on health and safety risks per Lack of information on health and safety risks per countrycountry
not very well informed per country
10.07%
0%
5%
10%
15%
20%
25%
30%
35%
TK FR MT IT AL HR BE NL
LX GR
EU27 M
K PO FI SI DK
SW SP MO AU NW RO LT GE
KO BG CZ
CY EE PL SK UK
LV HU
IRL
ConclusionsConclusions• Quality of work remains important
Work matters, not only employment -> ‘Better’ may be even more needed now ! Needed for smart, sustainable and inclusive growth
• Challenge: Understand the phenomena No simple answers / explanation to most phenomena
Multilevel. Multi actions neededEuropean-wide comparative data
Workers and employers surveys
• Differences between groups of workers, economic activities and countries are important. Changes don’t go into the same directions for all groups of workers. Identification of groups of workers, situations of work which are of concern but also of groups and
situations which shall encourage us
• Context remains important
• Limited yet noticeable changes at global level
• Change is possible and actors have a role to play Evidence of change over time of a number of indicators. Are we heading into the right direction ? Do we
want to foster / nurture more changes ?
Working long hours …Working long hours …
Reports
Working less than 48h Working 48 h or more
Problems with work-life balance
16% 38%
Work affects my health negatively
23% 37%
Work intensity
(high speed > ½ time)
44% 54%
Consulted for your work targets
22% 29%
I feel at home at work 22 % 33 %
EWCS 2010
Working shifts, at nightWorking shifts, at night
Shift work
No shift work
Night work
No night work
Weekend work
No
weekend work
Problems with WLB
29% 15% 37% 15% 27% 10%
Work affect my health negatively
33% 23% 36% 22% 28% 21%
Work intensity
(high speed ½)
55% 44% 55% 45% 49% 53%
Consulted for your work targets
40% 48% 46% 48% 46% 49%
I feel at home at work
60% 62% 68% 65% 68% 68%
Job tasks in conflict with one’s values, Job tasks in conflict with one’s values, by occupation (ISCO08), 2010, EU27 (%)by occupation (ISCO08), 2010, EU27 (%)
0% 5% 10% 15% 20% 25% 30%
Managers
Professionals
Technicians and associateprofessionals
Clerical support workers
Service and sales workers
Skilled agricultural, forestry and fisheryworkers
Craft and related trades workers
Plant and machine operators, andassemblers
Elementary occupations
All occupations
Always
Most of the time
Sometimes
Knowing what is expected of you at work, Knowing what is expected of you at work, by sector (NACE), 2010, EU27(%)by sector (NACE), 2010, EU27(%)
56% 58% 60% 62% 64% 66% 68% 70% 72% 74% 76% 78%
Agriculture
Industry
Construction
Wholesale, retail, food and accomodation
Transport
Financial services
Public administration and defence
Education
Health
Other services
All sectors
Emotional involvement in one’s work, Emotional involvement in one’s work, by sector (NACE), 2010, EU27 (%)by sector (NACE), 2010, EU27 (%)
0% 10% 20% 30% 40% 50% 60% 70%
Agriculture
Industry
Construction
Wholesale, retail, food and accomodation
Transport
Financial services
Public administration and defence
Education
Health
Other services
All sectors
Always
Most of the time
Change of working hours in the past year, Change of working hours in the past year, by country, 2010 (%)by country, 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
CY
BG
LT
TR
ME
EL
KO
HR
LV
EE
RO
MK
IE ES
PL
MT
IT AL
CZ
HU
AT
EU
FI
UK
SK
PT
SI
NO
BE
DK
FR
NL
SE
LU
DE
Decrease
No change
Increase
The recession : change of salary in the past year, The recession : change of salary in the past year, by country, 2010 (%)by country, 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
LV LT ME
IE EE
RO
BG
HR
EL
MK
AL
SI
IT ES
SK
HU
CZ
KO
TR
PL
EU
27D
EF
RP
TA
TB
EC
YU
KLU M
TD
KN
LF
IN
OS
E
Decrease
No change
Increase
My work affects my health negativelyMy work affects my health negatively
my work affect my health negatively
0%
10%
20%
30%
40%
50%
60%
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